* OPEN STATA OUTPUT FILE LOG *

log using "C:\Users\jungy\Dropbox\DISCRIMINATION PROJECT\Organizational Diversity\Statistics\Krause & Park.Authority Differentials.APPENDIX G RESULTS.08-07-2024.smcl", replace  

  
  
  
***** SUPPLEMENTARY APPENDIX STATISTICAL ANALYSES:  APPENDIX G: ADDITIONAL SENSITIVITY ANALYSES [OMITTING SUPERVISORY DESCRIPTIVE REPREENTATION CONTROL COVARIATE & REMOVING 'ABOVE PARITY' EXTREME SGPD VALUES] ******

 
 



*** ACCESS DATABASE FOR THE PROJECT: FEVS DATA FROM 2010-2019 AND 'MATCHED' OPM DATA ****


use "C:\Users\jungy\Dropbox\DISCRIMINATION PROJECT\Organizational Diversity\Statistics\2010-2019_DATA FINAL.08-07-2024.post-estimation.dta", replace 

   
   
************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************





*** ROBUSTNESS CHECK # 1: EVALUATE SENSITIVITY OF BASELINE MODEL SGPD ESTIMATES WHEN OMITTING SUPERVISORY DESCRIPTIVE/PASSIVE REPRESENTATION MEASURE AS A COVARIATE ***




   
*** 2.  CONDITIONAL-RESPONDENT MODELS EVALUATING THE RELATIONSHIP INVOLVING WITHIN-IDENTITY "OUT-GROUP" STATUS & BETWEEN-IDENTITY GROUP STATUS DIFFERENTIALS AS A MEANS TO FOSTER DIVERSITY AND INCLUSION IN THE U.S. CIVILIAN WORKFORCE ***   



*********************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************


   
*** MODEL G1.1: CONDITIONAL RESPONSES BY GENDER -- GENDER BETWEEN-IDENTITY GROUP STATUS DIFFERENTIAL MODEL: [WOMEN SUPERVISORS WITHIN AGENCY j IN YEAR t / MEN SUPERVISORS WITHIN AGENCY j IN YEAR t] / [WOMEN NON-SUPERVISORS WITHIN AGENCY j IN YEAR t / MEN NON-SUPERVISORS  WITHIN AGENCY j IN YEAR t]  -- CONTROLLING FOR GENDER SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress lndiversity2zeroadj  c.ln_ratio_fmsup_fmsub##i.gender    minority supervisor  topoffgender_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year, vce(cluster agencyid)
*
estat ic
*
** BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN GENDERED RESPONDENTS **

lincom c.ln_ratio_fmsup_fmsub
*
*
lincom  1.gender#c.ln_ratio_fmsup_fmsub
*
*
*
*

   
*** MODEL G2.1: CONDITIONAL RESPONSES BY RACE/ETHNICITY -- RACIAL/ETHNIC BETWEEN-IDENTITY GROUP STATUS DIFFERENTIAL MODEL: [MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t] / [MINORITY NON-SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY NON-SUPERVISORS  WITHIN AGENCY j IN YEAR t] -- CONTROLLING FOR RACIAL/ETHNIC SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress  lndiversity2zeroadj  c.ln_ratio_mnmsup_mnmsub##i.minority     gender supervisor  topoffminority_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year, vce(cluster agencyid)
*
estat ic
*
** BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN MINORITY/NON-MINORITY RESPONDENTS **

lincom c.ln_ratio_mnmsup_mnmsub
*
*
lincom  1.minority#c.ln_ratio_mnmsup_mnmsub
*
*
*
*
*
*

  
*** MODEL G3.1: CONDITIONAL RESPONSES BY MINORITY WOMEN VERSUS WHITE WOMEN [BASELINE CATEGORY: MEN RESPONDENTS] -- GENDER BETWEEN-IDENTITY GROUP STATUS DIFFERENTIAL MODEL: [WOMEN SUPERVISORS WITHIN AGENCY j IN YEAR t / MEN SUPERVISORS WITHIN AGENCY j IN YEAR t] / [WOMEN NON-SUPERVISORS WITHIN AGENCY j IN YEAR t / MEN NON-SUPERVISORS WITHIN AGENCY j IN YEAR t]  -- CONTROLLING FOR GENDER SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress lndiversity2zeroadj  c.ln_ratio_fmsup_fmsub##i.women_het     minority  supervisor  topoffgender_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year, vce(cluster agencyid)
*
estat ic
*
** BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN GENDERED RESPONDENTS **

lincom c.ln_ratio_fmsup_fmsub
*
*
lincom  1.women_het#c.ln_ratio_fmsup_fmsub
*
*
lincom  2.women_het#c.ln_ratio_fmsup_fmsub
*
*
lincom  2.women_het#c.ln_ratio_fmsup_fmsub -  1.women_het#c.ln_ratio_fmsup_fmsub
*
*
*
*


   
*** MODEL G4.1: CONDITIONAL RESPONSES BY MINORITY WOMEN VERSUS MINORITY MEN [BASELINE CATEGORY: NON-MINORITY RESPONDENTS] -- RACIAL/ETHNIC BETWEEN-IDENTITY GROUP STATUS DIFFERENTIAL MODEL: [MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t] / [MINORITY NON-SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY NON-SUPERVISORS WITHIN AGENCY j IN YEAR t] -- CONTROLLING FOR RACIAL/ETHNIC SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress  lndiversity2zeroadj  c.ln_ratio_mnmsup_mnmsub##i.minority_het      gender supervisor  topoffminority_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year if e(sample), vce(cluster agencyid)
*
estat ic
*
** BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN MINORITY/NON-MINORITY RESPONDENTS **

lincom c.ln_ratio_mnmsup_mnmsub
*
*
lincom  1.minority_het#c.ln_ratio_mnmsup_mnmsub
*
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub
*
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub -  1.minority_het#c.ln_ratio_mnmsup_mnmsub
*
*
*
*

**********************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************





   
*** 3. CONDITIONAL-RESPONDENT MODELS EVALUATING THE RELATIONSHIP INVOLVING WITHIN-IDENTITY "OUT-GROUP" STATUS & BETWEEN-IDENTITY GROUP STATUS DIFFERENTIALS AS A MEANS TO FOSTER DIVERSITY AND INCLUSION IN THE U.S. CIVILIAN WORKFORCE ///
***             [BY NON-SUPERVISORS POSITIONS VERSUS SUPERVISORY POSITION] ***   


   
*** MODEL G5.1: CONDITIONAL RESPONSES BY GENDER & POSITION --  GENDER WITHIN-IDENTITY 'OUT-GROUP' STATUS DIFFERENTIAL MODEL: [WOMEN SUPERVISORS WITHIN AGENCY j IN YEAR t / WOMEN NON-SUPERVISORS WITHIN AGENCY j IN YEAR t] -- CONTROLLING FOR GENDER SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress  lndiversity2zeroadj  c.ln_ratio_fmsup_fmsub##i.gender##i.supervisor      minority  topoffgender_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year, vce(cluster agencyid)
*
estat ic
*
** BY NON-SUPERVISORS RESPONDENT: WITHIN-IDENTITY "OUT" GROUP STATUS DIFFERENTIAL BETWEEN GENDERED RESPONDENTS **

lincom c.ln_ratio_fmsup_fmsub 
*
*
lincom  1.gender#c.ln_ratio_fmsup_fmsub

*
*
*
*

** BY SUPERVISOR RESPONDENT: WITHIN-IDENTITY "OUT" GROUP STATUS DIFFERENTIAL BETWEEN GENDERED RESPONDENTS **

lincom c.ln_ratio_fmsup_fmsub + 1.supervisor#c.ln_ratio_fmsup_fmsub
*
*
lincom  1.gender#c.ln_ratio_fmsup_fmsub +  1.gender#1.supervisor#c.ln_ratio_fmsup_fmsub






*** MODEL G6.1: CONDITIONAL RESPONSES BY RACE/ETHNICITIY & POSITION -- RACIAL/ETHNIC WITHIN-'OUT-GROUP' STATUS DIFFERENTIAL MODEL: [MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY NON-SUPERVISORS WITHIN AGENCY j IN YEAR t]  -- CONTROLLING FOR RACIAL/ETHNIC SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress lndiversity2zeroadj  c.ln_ratio_mnmsup_mnmsub##i.minority##i.supervisor     gender  topoffminority_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year, vce(cluster agencyid)
*
estat ic
*

** BY NON-SUPERVISORS RESPONDENT: WITHIN-IDENTITY "OUT" GROUP STATUS DIFFERENTIAL BETWEEN MINORITY/NON-MINORITY RESPONDENTS **

lincom c.ln_ratio_mnmsup_mnmsub
*
*
lincom  1.minority#c.ln_ratio_mnmsup_mnmsub

*
*
*
*

** BY SUPERVISOR RESPONDENT: WITHIN-IDENTITY "OUT" GROUP STATUS DIFFERENTIAL BETWEEN MINORITY/NON-MINORITY RESPONDENTS **

lincom c.ln_ratio_mnmsup_mnmsub + 1.supervisor#c.ln_ratio_mnmsup_mnmsub
*
*
lincom  1.minority#c.ln_ratio_mnmsup_mnmsub +  1.minority#1.supervisor#c.ln_ratio_mnmsup_mnmsub
*
*
*
* SUPERVISOR - NON-SUPERVISORY DIFFERENCE AMONG MINORITY RESPONDENT DIFFERENCES 
 
lincom  1.minority#c.ln_ratio_mnmsup_mnmsub +  1.minority#1.supervisor#c.ln_ratio_mnmsup_mnmsub - (1.minority#c.ln_ratio_mnmsup_mnmsub)



******************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************


   
*** MODEL G7.1: CONDITIONAL RESPONSES BY GENDER & POSITION -- GENDER BETWEEN-IDENTITY GROUP STATUS DIFFERENTIAL MODEL: [WOMEN SUPERVISORS WITHIN AGENCY j IN YEAR t / MEN SUPERVISORS WITHIN AGENCY j IN YEAR t] / [WOMEN NON-SUPERVISORS WITHIN AGENCY j IN YEAR t / MEN NON-SUPERVISORS WITHIN AGENCY j IN YEAR t] -- CONTROLLING FOR GENDER SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress lndiversity2zeroadj  c.ln_ratio_fmsup_fmsub##i.women_het##i.supervisor      minority   topoffgender_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year, vce(cluster agencyid)
*
estat ic
*
** BY NON-SUPERVISORS RESPONDENT: BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN GENDERED RESPONDENTS **

lincom c.ln_ratio_fmsup_fmsub
*
*
lincom  1.women_het#c.ln_ratio_fmsup_fmsub
*
*
lincom  2.women_het#c.ln_ratio_fmsup_fmsub
*
*
*
lincom 2.women_het#c.ln_ratio_fmsup_fmsub -  1.women_het#c.ln_ratio_fmsup_fmsub
*
*
*
*


** BY SUPERVISOR RESPONDENT:BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEENGENDERED RESPONDENTS **

lincom c.ln_ratio_fmsup_fmsub + 1.supervisor#c.ln_ratio_fmsup_fmsub
*
*
lincom  1.women_het#c.ln_ratio_fmsup_fmsub +  1.women_het#1.supervisor#c.ln_ratio_fmsup_fmsub
*
*
lincom  2.women_het#c.ln_ratio_fmsup_fmsub +  2.women_het#1.supervisor#c.ln_ratio_fmsup_fmsub
*
*
*
lincom  2.women_het#c.ln_ratio_fmsup_fmsub +  2.women_het#1.supervisor#c.ln_ratio_fmsup_fmsub - (1.women_het#c.ln_ratio_fmsup_fmsub +  1.women_het#1.supervisor#c.ln_ratio_fmsup_fmsub)



* SUPERVISOR - NON-SUPERVISORY DIFFERENCE AMONG WOMEN RESPONDENT DIFFERENCES [NON-MINORITY WOMEN RESPONDENTS FOLLOWED BY MINORITY WOMEN RESPONDENTS] -- DO NOT PLOT IN GRAPHS [ONLY FOR TEXT]!

lincom  1.women_het#c.ln_ratio_fmsup_fmsub +  1.women_het#1.supervisor#c.ln_ratio_fmsup_fmsub  - (1.women_het#c.ln_ratio_fmsup_fmsub)
*
lincom  2.women_het#c.ln_ratio_fmsup_fmsub +  2.women_het#1.supervisor#c.ln_ratio_fmsup_fmsub  - (2.women_het#c.ln_ratio_fmsup_fmsub)






   
*** MODEL G8.1: CONDITIONAL RESPONSES BY RACE/ETHNICITY & POSITION -- RACIAL/ETHNIC BETWEEN-IDENTITY GROUP STATUS DIFFERENTIAL MODEL: [MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t] / [MINORITY NON-SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY NON-SUPERVISORS WITHIN AGENCY j IN YEAR t] -- CONTROLLING FOR RACIAL/ETHNIC SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL  ***

regress  lndiversity2zeroadj  c.ln_ratio_mnmsup_mnmsub##i.minority_het##i.supervisor     gender  topoffminority_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year if e(sample), vce(cluster agencyid)
*
estat ic
*

** BY NON-SUPERVISORS RESPONDENT: BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN MINORITY/NON-MINORITY RESPONDENTS **

lincom c.ln_ratio_mnmsup_mnmsub
*
*
lincom  1.minority_het#c.ln_ratio_mnmsup_mnmsub
*
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub
*
*
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub - 1.minority_het#c.ln_ratio_mnmsup_mnmsub

*
*
*
*
*


** BY SUPERVISOR RESPONDENT: BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN MINORITY/NON-MINORITY RESPONDENTS **

lincom c.ln_ratio_mnmsup_mnmsub+ 1.supervisor#c.ln_ratio_mnmsup_mnmsub
*
*
lincom  1.minority_het#c.ln_ratio_mnmsup_mnmsub +  1.minority_het#1.supervisor#c.ln_ratio_mnmsup_mnmsub
*
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub +  2.minority_het#1.supervisor#c.ln_ratio_mnmsup_mnmsub
*
*
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub +  2.minority_het#1.supervisor#c.ln_ratio_mnmsup_mnmsub - (1.minority_het#c.ln_ratio_mnmsup_mnmsub +  1.minority_het#1.supervisor#c.ln_ratio_mnmsup_mnmsub)
*
*
*
*


* SUPERVISOR - NON-SUPERVISORY DIFFERENCE AMONG MINORITY RESPONDENT DIFFERENCES [MINORITY MEN RESPONDENTS FOLLOWED BY MINORITY WOMEN RESPONDENTS] -- DO NOT PLOT IN GRAPHS [ONLY FOR TEXT]!

lincom  1.minority_het#c.ln_ratio_mnmsup_mnmsub +  1.minority_het#1.supervisor#c.ln_ratio_mnmsup_mnmsub - (1.minority_het#c.ln_ratio_mnmsup_mnmsub)
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub +  2.minority_het#1.supervisor#c.ln_ratio_mnmsup_mnmsub - (2.minority_het#c.ln_ratio_mnmsup_mnmsub)



*********************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************
************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************

   
   
   
   
   
   
   
*** ROBUSTNESS CHECK # 2: EVALUATE SENSITIVITY OF RELATIVE SGPD ESTIMATES WHEN OMITTING 'EXTREME' ABOVE PARITY VALUES OF RELATIVE SGPD MEASURE [ln_ratio_fmsup_fmsub > 0 OR ln_ratio_mnmsup_mnmsub > 0] -- IDEA: RELATIVE SGPD ESTIMATES BASED ON FULL SAMPLE MAY BE BIASED UPWARD IF 'OUT-GROUP' HAS STATUS-GROUP MAJORITY DOMINANCE  ***





*********************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************



 

   
*** 4. CONDITIONAL-RESPONDENT MODELS EVALUATING THE RELATIONSHIP INVOLVING WITHIN-IDENTITY "OUT-GROUP" STATUS & BETWEEN-IDENTITY GROUP STATUS DIFFERENTIALS AS A MEANS TO FOSTER DIVERSITY AND INCLUSION IN THE U.S. CIVILIAN WORKFORCE ***   



*********************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************


   
*** MODEL G1.2: CONDITIONAL RESPONSES BY GENDER -- GENDER BETWEEN-IDENTITY GROUP STATUS DIFFERENTIAL MODEL: [WOMEN SUPERVISORS WITHIN AGENCY j IN YEAR t / MEN SUPERVISORS WITHIN AGENCY j IN YEAR t] / [WOMEN NON-SUPERVISORS WITHIN AGENCY j IN YEAR t / MEN NON-SUPERVISORS  WITHIN AGENCY j IN YEAR t]  -- CONTROLLING FOR GENDER SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress lndiversity2zeroadj  c.ln_ratio_fmsup_fmsub##i.gender   ln_ratio_fem_tot_men_tot  minority  supervisor  topoffgender_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year if ln_ratio_fmsup_fmsub <= 0, vce(cluster agencyid)
*
estat ic
*
** BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN GENDERED RESPONDENTS **

lincom c.ln_ratio_fmsup_fmsub
*
*
lincom  1.gender#c.ln_ratio_fmsup_fmsub
*
*
*
*

   
*** MODEL G2.2: CONDITIONAL RESPONSES BY RACE/ETHNICITY -- RACIAL/ETHNIC BETWEEN-IDENTITY GROUP STATUS DIFFERENTIAL MODEL: [MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t] / [MINORITY NON-SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY NON-SUPERVISORS  WITHIN AGENCY j IN YEAR t] -- CONTROLLING FOR RACIAL/ETHNIC SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress  lndiversity2zeroadj  c.ln_ratio_mnmsup_mnmsub##i.minority   ln_ratio_min_tot_nmin_tot   gender supervisor  topoffminority_2 lntotworkforce_count  ln_professionals_total_ratio  i.agencyid i.year if ln_ratio_mnmsup_mnmsub<=0, vce(cluster agencyid)
*
estat ic
*
** BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN MINORITY/NON-MINORITY RESPONDENTS **

lincom c.ln_ratio_mnmsup_mnmsub
*
*
lincom  1.minority#c.ln_ratio_mnmsup_mnmsub
*
*
*
*
*
*

  
*** MODEL G3.2: CONDITIONAL RESPONSES BY MINORITY WOMEN VERSUS WHITE WOMEN [BASELINE CATEGORY: MEN RESPONDENTS] -- GENDER BETWEEN-IDENTITY GROUP STATUS DIFFERENTIAL MODEL: [WOMEN SUPERVISORS WITHIN AGENCY j IN YEAR t / MEN SUPERVISORS WITHIN AGENCY j IN YEAR t] / [WOMEN NON-SUPERVISORS WITHIN AGENCY j IN YEAR t / MEN NON-SUPERVISORS WITHIN AGENCY j IN YEAR t]  -- CONTROLLING FOR GENDER SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress lndiversity2zeroadj  c.ln_ratio_fmsup_fmsub##i.women_het   ln_ratio_fem_tot_men_tot  minority  supervisor  topoffgender_2 lntotworkforce_count  ln_professionals_total_ratio  i.agencyid i.year if ln_ratio_fmsup_fmsub <= 0, vce(cluster agencyid)
*
estat ic
*
** BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN GENDERED RESPONDENTS **

lincom c.ln_ratio_fmsup_fmsub
*
*
lincom  1.women_het#c.ln_ratio_fmsup_fmsub
*
*
lincom  2.women_het#c.ln_ratio_fmsup_fmsub
*
*
lincom  2.women_het#c.ln_ratio_fmsup_fmsub -  1.women_het#c.ln_ratio_fmsup_fmsub
*
*
*
*


   
*** MODEL G4.2: CONDITIONAL RESPONSES BY MINORITY WOMEN VERSUS MINORITY MEN [BASELINE CATEGORY: NON-MINORITY RESPONDENTS] -- RACIAL/ETHNIC BETWEEN-IDENTITY GROUP STATUS DIFFERENTIAL MODEL: [MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t] / [MINORITY NON-SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY NON-SUPERVISORS WITHIN AGENCY j IN YEAR t] -- CONTROLLING FOR RACIAL/ETHNIC SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress  lndiversity2zeroadj  c.ln_ratio_mnmsup_mnmsub##i.minority_het   ln_ratio_min_tot_nmin_tot   gender supervisor  topoffminority_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year if e(sample) & ln_ratio_mnmsup_mnmsub<=0, vce(cluster agencyid)
*
estat ic
*
** BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN MINORITY/NON-MINORITY RESPONDENTS **

lincom c.ln_ratio_mnmsup_mnmsub
*
*
lincom  1.minority_het#c.ln_ratio_mnmsup_mnmsub
*
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub
*
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub -  1.minority_het#c.ln_ratio_mnmsup_mnmsub
*
*
*
*

**********************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************





   
*** 5. CONDITIONAL-RESPONDENT MODELS EVALUATING THE RELATIONSHIP INVOLVING WITHIN-IDENTITY "OUT-GROUP" STATUS & BETWEEN-IDENTITY GROUP STATUS DIFFERENTIALS AS A MEANS TO FOSTER DIVERSITY AND INCLUSION IN THE U.S. CIVILIAN WORKFORCE  [BY NON-SUPERVISORS POSITIONS VERSUS SUPERVISORY POSITION] ***   


   
*** MODEL G5.2: CONDITIONAL RESPONSES BY GENDER & POSITION --  GENDER WITHIN-IDENTITY 'OUT-GROUP' STATUS DIFFERENTIAL MODEL: [WOMEN SUPERVISORS WITHIN AGENCY j IN YEAR t / WOMEN NON-SUPERVISORS WITHIN AGENCY j IN YEAR t] -- CONTROLLING FOR GENDER SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress  lndiversity2zeroadj  c.ln_ratio_fmsup_fmsub##i.gender##i.supervisor   ln_ratio_fem_tot_men_tot   minority  topoffgender_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year if ln_ratio_fmsup_fmsub <= 0, vce(cluster agencyid)
*
estat ic
*
** BY NON-SUPERVISORS RESPONDENT: WITHIN-IDENTITY "OUT" GROUP STATUS DIFFERENTIAL BETWEEN GENDERED RESPONDENTS **

lincom c.ln_ratio_fmsup_fmsub 
*
*
lincom  1.gender#c.ln_ratio_fmsup_fmsub

*
*
*
*

** BY SUPERVISOR RESPONDENT: WITHIN-IDENTITY "OUT" GROUP STATUS DIFFERENTIAL BETWEEN GENDERED RESPONDENTS **

lincom c.ln_ratio_fmsup_fmsub + 1.supervisor#c.ln_ratio_fmsup_fmsub
*
*
lincom  1.gender#c.ln_ratio_fmsup_fmsub +  1.gender#1.supervisor#c.ln_ratio_fmsup_fmsub






*** MODEL G6.2: CONDITIONAL RESPONSES BY RACE/ETHNICITIY & POSITION -- RACIAL/ETHNIC WITHIN-'OUT-GROUP' STATUS DIFFERENTIAL MODEL: [MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY NON-SUPERVISORS WITHIN AGENCY j IN YEAR t]  -- CONTROLLING FOR RACIAL/ETHNIC SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress lndiversity2zeroadj  c.ln_ratio_mnmsup_mnmsub##i.minority##i.supervisor  ln_ratio_min_tot_nmin_tot   gender  topoffminority_2 lntotworkforce_count  ln_professionals_total_ratio  i.agencyid i.year if ln_ratio_mnmsup_mnmsub<=0, vce(cluster agencyid)
*
estat ic
*

** BY NON-SUPERVISORS RESPONDENT: WITHIN-IDENTITY "OUT" GROUP STATUS DIFFERENTIAL BETWEEN MINORITY/NON-MINORITY RESPONDENTS **

lincom c.ln_ratio_mnmsup_mnmsub
*
*
lincom  1.minority#c.ln_ratio_mnmsup_mnmsub

*
*
*
*

** BY SUPERVISOR RESPONDENT: WITHIN-IDENTITY "OUT" GROUP STATUS DIFFERENTIAL BETWEEN MINORITY/NON-MINORITY RESPONDENTS **

lincom c.ln_ratio_mnmsup_mnmsub + 1.supervisor#c.ln_ratio_mnmsup_mnmsub
*
*
lincom  1.minority#c.ln_ratio_mnmsup_mnmsub +  1.minority#1.supervisor#c.ln_ratio_mnmsup_mnmsub
*
*
*
* SUPERVISOR - NON-SUPERVISORY DIFFERENCE AMONG MINORITY RESPONDENT DIFFERENCES 
 
lincom  1.minority#c.ln_ratio_mnmsup_mnmsub +  1.minority#1.supervisor#c.ln_ratio_mnmsup_mnmsub - (1.minority#c.ln_ratio_mnmsup_mnmsub)



*********************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************************


   
*** MODEL G7.2: CONDITIONAL RESPONSES BY GENDER & POSITION -- GENDER BETWEEN-IDENTITY GROUP STATUS DIFFERENTIAL MODEL: [WOMEN SUPERVISORS WITHIN AGENCY j IN YEAR t / MEN SUPERVISORS WITHIN AGENCY j IN YEAR t] / [WOMEN NON-SUPERVISORS WITHIN AGENCY j IN YEAR t / MEN NON-SUPERVISORS WITHIN AGENCY j IN YEAR t] -- CONTROLLING FOR GENDER SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL ***

regress lndiversity2zeroadj  c.ln_ratio_fmsup_fmsub##i.women_het##i.supervisor   ln_ratio_fem_tot_men_tot   minority   topoffgender_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year if ln_ratio_fmsup_fmsub <= 0, vce(cluster agencyid)
*
estat ic
*
** BY NON-SUPERVISORS RESPONDENT: BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN GENDERED RESPONDENTS **

lincom c.ln_ratio_fmsup_fmsub
*
*
lincom  1.women_het#c.ln_ratio_fmsup_fmsub
*
*
lincom  2.women_het#c.ln_ratio_fmsup_fmsub
*
*
*
lincom 2.women_het#c.ln_ratio_fmsup_fmsub -  1.women_het#c.ln_ratio_fmsup_fmsub
*
*
*
*


** BY SUPERVISOR RESPONDENT:BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEENGENDERED RESPONDENTS **

lincom c.ln_ratio_fmsup_fmsub + 1.supervisor#c.ln_ratio_fmsup_fmsub
*
*
lincom  1.women_het#c.ln_ratio_fmsup_fmsub +  1.women_het#1.supervisor#c.ln_ratio_fmsup_fmsub
*
*
lincom  2.women_het#c.ln_ratio_fmsup_fmsub +  2.women_het#1.supervisor#c.ln_ratio_fmsup_fmsub
*
*
*
lincom  2.women_het#c.ln_ratio_fmsup_fmsub +  2.women_het#1.supervisor#c.ln_ratio_fmsup_fmsub - (1.women_het#c.ln_ratio_fmsup_fmsub +  1.women_het#1.supervisor#c.ln_ratio_fmsup_fmsub)



* SUPERVISOR - NON-SUPERVISORY DIFFERENCE AMONG WOMEN RESPONDENT DIFFERENCES [NON-MINORITY WOMEN RESPONDENTS FOLLOWED BY MINORITY WOMEN RESPONDENTS] -- DO NOT PLOT IN GRAPHS [ONLY FOR TEXT]!

lincom  1.women_het#c.ln_ratio_fmsup_fmsub +  1.women_het#1.supervisor#c.ln_ratio_fmsup_fmsub  - (1.women_het#c.ln_ratio_fmsup_fmsub)
*
lincom  2.women_het#c.ln_ratio_fmsup_fmsub +  2.women_het#1.supervisor#c.ln_ratio_fmsup_fmsub  - (2.women_het#c.ln_ratio_fmsup_fmsub)






   
*** MODEL G8.2: CONDITIONAL RESPONSES BY RACE/ETHNICITY & POSITION -- RACIAL/ETHNIC BETWEEN-IDENTITY GROUP STATUS DIFFERENTIAL MODEL: [MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY SUPERVISORS WITHIN AGENCY j IN YEAR t] / [MINORITY NON-SUPERVISORS WITHIN AGENCY j IN YEAR t / NON-MINORITY NON-SUPERVISORS WITHIN AGENCY j IN YEAR t] -- CONTROLLING FOR RACIAL/ETHNIC SUPERVISORY EMPLOYEE IDENTITY GROUP DIFFERENTIAL  ***

regress  lndiversity2zeroadj  c.ln_ratio_mnmsup_mnmsub##i.minority_het##i.supervisor  ln_ratio_min_tot_nmin_tot   gender  topoffminority_2 lntotworkforce_count  ln_professionals_total_ratio   i.agencyid i.year if e(sample) &  ln_ratio_mnmsup_mnmsub<=0, vce(cluster agencyid)
*
estat ic
*

** BY NON-SUPERVISORS RESPONDENT: BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN MINORITY/NON-MINORITY RESPONDENTS **

lincom c.ln_ratio_mnmsup_mnmsub
*
*
lincom  1.minority_het#c.ln_ratio_mnmsup_mnmsub
*
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub
*
*
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub - 1.minority_het#c.ln_ratio_mnmsup_mnmsub

*
*
*
*
*


** BY SUPERVISOR RESPONDENT: BETWEEN-IDENTITY "IN" GROUP VERSUS "OUT" GROUP STATUS DIFFERENTIAL BETWEEN MINORITY/NON-MINORITY RESPONDENTS **

lincom c.ln_ratio_mnmsup_mnmsub+ 1.supervisor#c.ln_ratio_mnmsup_mnmsub
*
*
lincom  1.minority_het#c.ln_ratio_mnmsup_mnmsub +  1.minority_het#1.supervisor#c.ln_ratio_mnmsup_mnmsub
*
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub +  2.minority_het#1.supervisor#c.ln_ratio_mnmsup_mnmsub
*
*
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub +  2.minority_het#1.supervisor#c.ln_ratio_mnmsup_mnmsub - (1.minority_het#c.ln_ratio_mnmsup_mnmsub +  1.minority_het#1.supervisor#c.ln_ratio_mnmsup_mnmsub)
*
*
*
*


* SUPERVISOR - NON-SUPERVISORY DIFFERENCE AMONG MINORITY RESPONDENT DIFFERENCES [MINORITY MEN RESPONDENTS FOLLOWED BY MINORITY WOMEN RESPONDENTS] -- DO NOT PLOT IN GRAPHS [ONLY FOR TEXT]!

lincom  1.minority_het#c.ln_ratio_mnmsup_mnmsub +  1.minority_het#1.supervisor#c.ln_ratio_mnmsup_mnmsub - (1.minority_het#c.ln_ratio_mnmsup_mnmsub)
*
lincom  2.minority_het#c.ln_ratio_mnmsup_mnmsub +  2.minority_het#1.supervisor#c.ln_ratio_mnmsup_mnmsub - (2.minority_het#c.ln_ratio_mnmsup_mnmsub)


clear

*** FIGURE G1.1: PLOT ELASTICITY MARGINAL EFFECTS FOR MODELS G1.1 & G2.1 USING LINCOMS ABOVE FOR EACH MODEL: PATTERN AFTER COMPARABLE SET OF MANUSCRIPT GRAPHICS/FIGURES [FIGURE 1]
import excel "C:\Users\jungy\Dropbox\Discrimination Project_for me\Organizational Diversity\Graph\New Graphs_ROPPA 2023 Version\Appendix G\figureg1.xlsx", sheet("Sheet1") firstrow
destring, replace
 
set scheme sj, permanently 
graph set window fontface "Century Schoolbook"

twoway (rcap low95 high95 row, vert) (scatter estimates row if group ==1, msymbol(square) mcolor(orange))(scatter estimates row if group ==2, msymbol(circle_hollow) mcolor(orange))(scatter estimates row if group ==3, msymbol(square) mcolor(navy))(scatter estimates row if group ==4, msymbol(circle_hollow) mcolor(navy)), legend(row(1) order(2 "Gender" 4 "Race/Ethnicity") pos(6)) title("FIGURE G1" "Relationship Between Authority Differentials and D&I Employee Evaluations" "(By Respondent Single Social Identity Group)" "[Omitting Supervisory Descriptive Representation Measure as a Covariate]", size(small)) ylabel(-0.1(.1)0.3, labsize (small) angle(horizon)) xtitle("AD Estimates [Differentials by Responsdent Single Social Identity Group]" "(Models 1&2)", size(small)) xlabel("", noticks) yline(0, lpattern(dash) lcolor(gs8)) aspect(.5)

clear

*** FIGURE G2.1: PLOT ELASTICITY MARGINAL EFFECTS FOR MODELS G3.1 & G4.1 USING LINCOMS ABOVE FOR EACH MODEL: PATTERN AFTER COMPARABLE SET OF MANUSCRIPT GRAPHICS/FIGURES [FIGURE 2]
import excel "C:\Users\jungy\Dropbox\Discrimination Project_for me\Organizational Diversity\Graph\New Graphs_ROPPA 2023 Version\Appendix G\figureg2.xlsx", sheet("Sheet1") firstrow
destring, replace
 
set scheme sj, permanently 
graph set window fontface "Century Schoolbook"

twoway (rcap low95 high95 row, vert) (scatter estimates row if group ==1, msymbol(square) mcolor(orange))(scatter estimates row if group ==2, msymbol(circle_hollow) mcolor(orange)) (scatter estimates row if group ==3, msymbol(diamond_hollow) mcolor(orange))(scatter estimates row if group ==4, msymbol(triangle_hollow) mcolor(orange))(scatter estimates row if group ==5, msymbol(square) mcolor(navy))(scatter estimates row if group ==6, msymbol(circle_hollow) mcolor(navy))(scatter estimates row if group ==7, msymbol(diamond_hollow) mcolor(navy))(scatter estimates row if group ==8, msymbol(triangle_hollow) mcolor(navy)), legend(row(1) order(2 "Gender" 6 "Race/Ethnicity") pos(6)) title("FIGURE G2"  "Relationship Between Authority Differentials and D&I Employee Evaluations" `"(By Respondent Intersectional Social Identity Group)"' "[Omitting Supervisory Descriptive Representation Measure as a Covariate]", size(small)) ylabel(-0.1(.1)0.3, labsize (small) angle(horizon)) xtitle("Gender AD Effects: by Respondent Intersectionality Group   Race/Ethnicity AD Effects: by Respondent Intersectionality Group", size(vsmall)) xlabel("", noticks) yline(0, lpattern(dash) lcolor(gs8)) aspect(.5)

clear

*** FIGURE G3.1: PLOT ELASTICITY MARGINAL EFFECTS FOR MODELS G5.1-G8.1 USING LINCOMS ABOVE FOR EACH MODEL: PATTERN AFTER COMPARABLE SET OF MANUSCRIPT GRAPHICS/FIGURES [FIGURE 3]
import excel "C:\Users\jungy\Dropbox\Discrimination Project_for me\Organizational Diversity\Graph\New Graphs_ROPPA 2023 Version\Appendix G\figureg3.xlsx", sheet("Sheet1") firstrow
destring, replace
 
set scheme sj, permanently 
graph set window fontface "Century Schoolbook"

twoway (rcap low95 high95 row, vert) (scatter estimates row if group ==1, msymbol(square) mcolor(orange))(scatter estimates row if group ==2, msymbol(square_hollow) mcolor(orange)) (scatter estimates row if group ==3, msymbol(square) mcolor(navy))(scatter estimates row if group ==4, msymbol(square_hollow) mcolor(navy))(scatter estimates row if group ==5, msymbol(square) mcolor(orange))(scatter estimates row if group ==6, msymbol(circle_hollow) mcolor(orange))(scatter estimates row if group ==7, msymbol(diamond_hollow) mcolor(orange))(scatter estimates row if group ==8, msymbol(triangle_hollow) mcolor(orange))(scatter estimates row if group ==9, msymbol(square) mcolor(navy))(scatter estimates row if group ==10, msymbol(circle_hollow) mcolor(navy))(scatter estimates row if group ==11, msymbol(diamond_hollow) mcolor(navy))(scatter estimates row if group ==12, msymbol(triangle_hollow) mcolor(navy)), legend(row(1) order(2 "Gender" 4 "Race/Ethnicity") pos(6)) title("FIGURE G3" "Relationship Between Authority Differentials and D&I Employee Evaluations" "(Non-Supervisory Respondents: Single and Intersectional Social Identity Groups)" "[Omitting Supervisory Descriptive Representation Measure as a Covariate]", size(small)) ylabel(-0.1(.1)0.3, labsize (small) angle(horizon)) xtitle("AD Effects: by Respondent Single Identity Group     AD Effects: by Respondent Intersectionality Group", size(vsmall)) xlabel("", noticks) yline(0, lpattern(dash) lcolor(gs8)) aspect(.5)

clear



*** FIGURE G4.1: PLOT ELASTICITY MARGINAL EFFECTS FOR MODELS G5.1-G8.1 USING LINCOMS ABOVE FOR EACH MODEL: PATTERN AFTER COMPARABLE SET OF MANUSCRIPT GRAPHICS/FIGURES [FIGURE 4]
import excel "C:\Users\jungy\Dropbox\Discrimination Project_for me\Organizational Diversity\Graph\New Graphs_ROPPA 2023 Version\Appendix G\figureg4.xlsx", sheet("Sheet1") firstrow
destring, replace

set scheme sj, permanently 
graph set window fontface "Century Schoolbook"

twoway (rcap low95 high95 row, vert) (scatter estimates row if group ==1, msymbol(square) mcolor(orange))(scatter estimates row if group ==2, msymbol(square_hollow) mcolor(orange)) (scatter estimates row if group ==3, msymbol(square) mcolor(navy))(scatter estimates row if group ==4, msymbol(square_hollow) mcolor(navy))(scatter estimates row if group ==5, msymbol(square) mcolor(orange))(scatter estimates row if group ==6, msymbol(circle_hollow) mcolor(orange))(scatter estimates row if group ==7, msymbol(diamond_hollow) mcolor(orange))(scatter estimates row if group ==8, msymbol(triangle_hollow) mcolor(orange))(scatter estimates row if group ==9, msymbol(square) mcolor(navy))(scatter estimates row if group ==10, msymbol(circle_hollow) mcolor(navy))(scatter estimates row if group ==11, msymbol(diamond_hollow) mcolor(navy))(scatter estimates row if group ==12, msymbol(triangle_hollow) mcolor(navy)), legend(row(1) order(2 "Gender" 4 "Race/Ethnicity") pos(6)) title("FIGURE G4" "Relationship Between Authority Differentials and D&I Employee Evaluations" "(Supervisor Respondents: Single and Intersectional Social Identity Groups)" "[Omitting Supervisory Descriptive Representation Measure as a Covariate]", size(small)) ylabel(-0.1(.1)0.3, labsize (small) angle(horizon)) xtitle("AD Effects: by Respondent Single Identity Group     AD Effects: by Respondent Intersectionality Group", size(vsmall)) xlabel("", noticks) yline(0, lpattern(dash) lcolor(gs8)) aspect(.5)

clear



*** FIGURE G1.2: PLOT ELASTICITY MARGINAL EFFECTS FOR MODELS G1.2-G2.2 USING LINCOMS ABOVE FOR EACH MODEL: PATTERN AFTER COMPARABLE SET OF MANUSCRIPT GRAPHICS/FIGURES [FIGURE 5]
import excel "C:\Users\jungy\Dropbox\Discrimination Project_for me\Organizational Diversity\Graph\New Graphs_ROPPA 2023 Version\Appendix G\figureg5.xlsx", sheet("Sheet1") firstrow
destring, replace

set scheme sj, permanently 
graph set window fontface "Century Schoolbook"

twoway (rcap low95 high95 row, vert) (scatter estimates row if group ==1, msymbol(square) mcolor(orange))(scatter estimates row if group ==2, msymbol(circle_hollow) mcolor(orange))(scatter estimates row if group ==3, msymbol(square) mcolor(navy))(scatter estimates row if group ==4, msymbol(circle_hollow) mcolor(navy)), legend(row(1) order(2 "Gender" 4 "Race/Ethnicity") pos(6)) title("FIGURE G5" "Relationship Between Authority Differentials and D&I Employee Evaluations" "(By Respondent Single Social Identity Group)" "[Omitting 'Extreme' above Parity Values of AD Measure]", size(small)) ylabel(-0.1(.1)0.3, labsize (small) angle(horizon)) xtitle("AD Estimates [Differentials by Responsdent Single Social Identity Group]" "(Models 1&2)", size(small)) xlabel("", noticks) yline(0, lpattern(dash) lcolor(gs8)) aspect(.5)

clear



*** FIGURE G2.2: PLOT ELASTICITY MARGINAL EFFECTS FOR MODELS G3.2-G4.2 USING LINCOMS ABOVE FOR EACH MODEL: PATTERN AFTER COMPARABLE SET OF MANUSCRIPT GRAPHICS/FIGURES [FIGURE 6]
import excel "C:\Users\jungy\Dropbox\Discrimination Project_for me\Organizational Diversity\Graph\New Graphs_ROPPA 2023 Version\Appendix G\figureg6.xlsx", sheet("Sheet1") firstrow
destring, replace
 
set scheme sj, permanently 
graph set window fontface "Century Schoolbook"

twoway (rcap low95 high95 row, vert) (scatter estimates row if group ==1, msymbol(square) mcolor(orange))(scatter estimates row if group ==2, msymbol(circle_hollow) mcolor(orange)) (scatter estimates row if group ==3, msymbol(diamond_hollow) mcolor(orange))(scatter estimates row if group ==4, msymbol(triangle_hollow) mcolor(orange))(scatter estimates row if group ==5, msymbol(square) mcolor(navy))(scatter estimates row if group ==6, msymbol(circle_hollow) mcolor(navy))(scatter estimates row if group ==7, msymbol(diamond_hollow) mcolor(navy))(scatter estimates row if group ==8, msymbol(triangle_hollow) mcolor(navy)), legend(row(1) order(2 "Gender" 6 "Race/Ethnicity") pos(6)) title("FIGURE G6"  "Relationship Between Authority Differentials and D&I Employee Evaluations" `"(By Respondent Intersectional Social Identity Group)"' "[Omitting 'Extreme' above Parity Values of AD Measure]", size(small)) ylabel(-0.1(.1)0.3, labsize (small) angle(horizon)) xtitle("Gender AD Effects: by Respondent Intersectionality Group   Race/Ethnicity AD Effects: by Respondent Intersectionality Group", size(vsmall)) xlabel("", noticks) yline(0, lpattern(dash) lcolor(gs8)) aspect(.5)

clear



*** FIGURE G3.2: PLOT ELASTICITY MARGINAL EFFECTS FOR MODELS G5.2-G8.2 USING LINCOMS ABOVE FOR EACH MODEL: PATTERN AFTER COMPARABLE SET OF MANUSCRIPT GRAPHICS/FIGURES [FIGURE 7]
import excel "C:\Users\jungy\Dropbox\Discrimination Project_for me\Organizational Diversity\Graph\New Graphs_ROPPA 2023 Version\Appendix G\figureg7.xlsx", sheet("Sheet1") firstrow
destring, replace
 
set scheme sj, permanently 
graph set window fontface "Century Schoolbook"

twoway (rcap low95 high95 row, vert) (scatter estimates row if group ==1, msymbol(square) mcolor(orange))(scatter estimates row if group ==2, msymbol(square_hollow) mcolor(orange)) (scatter estimates row if group ==3, msymbol(square) mcolor(navy))(scatter estimates row if group ==4, msymbol(square_hollow) mcolor(navy))(scatter estimates row if group ==5, msymbol(square) mcolor(orange))(scatter estimates row if group ==6, msymbol(circle_hollow) mcolor(orange))(scatter estimates row if group ==7, msymbol(diamond_hollow) mcolor(orange))(scatter estimates row if group ==8, msymbol(triangle_hollow) mcolor(orange))(scatter estimates row if group ==9, msymbol(square) mcolor(navy))(scatter estimates row if group ==10, msymbol(circle_hollow) mcolor(navy))(scatter estimates row if group ==11, msymbol(diamond_hollow) mcolor(navy))(scatter estimates row if group ==12, msymbol(triangle_hollow) mcolor(navy)), legend(row(1) order(2 "Gender" 4 "Race/Ethnicity") pos(6)) title("FIGURE G7" "Relationship Between Authority Differentials and D&I Employee Evaluations" "(Non-Supervisory Respondents: Single and Intersectional Social Identity Groups)" "[Omitting 'Extreme' above Parity Values of AD Measure]", size(small)) ylabel(-0.1(.1)0.2, labsize (small) angle(horizon)) xtitle("AD Effects: by Respondent Single Identity Group     AD Effects: by Respondent Intersectionality Group", size(vsmall)) xlabel("", noticks) yline(0, lpattern(dash) lcolor(gs8)) aspect(.5)

clear



*** FIGURE G4.2: PLOT ELASTICITY MARGINAL EFFECTS FOR MODELS G5.2-G8.2 USING LINCOMS ABOVE FOR EACH MODEL: PATTERN AFTER COMPARABLE SET OF MANUSCRIPT GRAPHICS/FIGURES [FIGURE 8]
import excel "C:\Users\jungy\Dropbox\Discrimination Project_for me\Organizational Diversity\Graph\New Graphs_ROPPA 2023 Version\Appendix G\figureg8.xlsx", sheet("Sheet1") firstrow
destring, replace

set scheme sj, permanently 
graph set window fontface "Century Schoolbook"

twoway (rcap low95 high95 row, vert) (scatter estimates row if group ==1, msymbol(square) mcolor(orange))(scatter estimates row if group ==2, msymbol(square_hollow) mcolor(orange)) (scatter estimates row if group ==3, msymbol(square) mcolor(navy))(scatter estimates row if group ==4, msymbol(square_hollow) mcolor(navy))(scatter estimates row if group ==5, msymbol(square) mcolor(orange))(scatter estimates row if group ==6, msymbol(circle_hollow) mcolor(orange))(scatter estimates row if group ==7, msymbol(diamond_hollow) mcolor(orange))(scatter estimates row if group ==8, msymbol(triangle_hollow) mcolor(orange))(scatter estimates row if group ==9, msymbol(square) mcolor(navy))(scatter estimates row if group ==10, msymbol(circle_hollow) mcolor(navy))(scatter estimates row if group ==11, msymbol(diamond_hollow) mcolor(navy))(scatter estimates row if group ==12, msymbol(triangle_hollow) mcolor(navy)), legend(row(1) order(2 "Gender" 4 "Race/Ethnicity") pos(6)) title("FIGURE G8" "Relationship Between Authority Differentials and D&I Employee Evaluations" "(Supervisor Respondents: Single and Intersectional Social Identity Groups)" "[Omitting 'Extreme' above Parity Values of AD Measure]", size(small)) ylabel(-0.1(.1)0.3, labsize (small) angle(horizon)) xtitle("AD Effects: by Respondent Single Identity Group     AD Effects: by Respondent Intersectionality Group", size(vsmall)) xlabel("", noticks) yline(0, lpattern(dash) lcolor(gs8)) aspect(.5)
  



 
   
   


log close
